Flexible work arrangement and work-related outcomes during the Covid-19 pandemic: Evidence from local governments in Indonesia

Abstract

The Covid-19 outbreak has forced various organizations to adjust work designs to comply with health protocols. Flexible work arrangement is a model that is widely used, including flextime and work from home. This study analyzes the impact of flexible work arrangements on affective commitment, job satisfaction, organizational citizenship behavior, and work engagement, which lead to employee happiness. A total of 405 respondents who work in local governments in Indonesia participated in an online survey using the snowball sampling technique. Data were analyzed using partial least squares. This study found a significant effect of flexible work arrangements on affective commitment and organizational citizenship behavior. It means that employees perceive a flexible work arrangement policy as an organizational effort to protect employees from Covid-19. Thus, it makes employees showing their affective commitment and willingness to have organizational citizenship behavior. In addition, job satisfaction, organizational citizenship behavior, and work engagement have been shown to affect employee happiness. This finding has implications for leaders to develop flexible work arrangements as alternative work designs, especially during times of crises such as a pandemic. Further research recommendations are emphasized to examine other flexible work arrangements according to contextual needs.

Flexi-time as a predictor of employee performance in public hospital sector: mediating role of work-life balance and job satisfaction

“…In practice, hospital management needs to pay attention to optimal employee satisfaction, both physical and mental satisfaction, because the individual conditions of each employee greatly affect the results of their performance. The results of this study can improve job satisfaction are in line with the findings of (Kessler et al, 2020;Farha et al, 2022;Sunaryo et al, 2022;Memon et al, 2023Latifah et al, 2023, who agree that satisfaction can make a positive contribution to employee performance.…”

“…The statistical analysis results show that better flexi-time management can directly encourage improved performance, job satisfaction, and employee work-life balance. The results of this study support previous researchers (Kaya et al, 2022;Gunawa et al, 2020;Bataineh, 2019;Sunaryo et al, 2022;Davidescu et al, 2020;Er Poh et al, 2022;Farha et al 2022) who agree that flexitime can encourage employee performance, job satisfaction and work-life balance directly.…”

“…In addition, previous researchers have found that flexi-time can encourage job satisfaction. Sunaryo et al (2022) found that flexi-time significantly affects job satisfaction. Furthermore, Davidescu et al (2020) also showed that flexi-time significantly influences job satisfaction.…”

“…Furthermore, previous researchers found that job satisfaction can improve employee performance. (Farha et al 2022;Sunaryo et al 2022) found that job satisfaction positively affects employee performance. Memon et al (2023) also found that the higher the job satisfaction of a construction worker in Pakistan can improve that employee's performance.…”

Remote and Flexible work: A Systematic Review

“…The subject of work flexibility and its adoption within the workplace have attracted significant interest from researchers in the fields of industrial sociology and human resource management, as well as professionals across various industries, in recent years. The subject of this study has gained significant attention across multiple disciplines, research paths, and the requirements of contemporary professional environments (Sunaryo, Sawitri, Suyono, Wahyudi, & Sarwoto, 2022). The increased interest in Flexible Work Arrangements and their influence on the modern workforce necessitates the development of a comprehensive review research.…”